"I feel privileged to work with Klookers from all over APAC. If you asked me whether I would do it again, I’d say 10/10, I absolutely would! I love picking each other’s brains and starting with a baseline for comments and feedback," says Melody Sim, Project Management Organization & People Operations Manager.
Five years in a company may lead to a plateau for some. But this isn't the case for Melody, whose time here is meaningfully enriched by work friendships and the collaborative spirit of Klookers. Her ever-evolving project portfolio wouldn’t have been possible without "a lot of affirmation, help, and encouragement from colleagues I met along the way."
Known for her expertise in Project Management (even serving as a mentor for our Project Management Program), Melody's the go-to person for process optimization on our People & Culture team. Read on to discover how she's transformed her career over the past half-decade!
Congrats on celebrating your 5th year with us, Melody! Tell us about your journey on our People & Culture team. How did you set foot here?
Before joining Klook, I was a consultant at EY, developing policies, frameworks and strategies for our clients.
I wanted to try something different so I applied for the Senior Associate, HRBP role at Klook. I went into an interview with Klook fully aware of how different the role was. While I only met 50% of the job description's requirements and lacked extensive HRBP skills, my hiring manager saw me as a good balance for the other HRBPs. To be frank, the work was tough, especially during COVID. It was then that I witnessed the most challenging aspects of the role.
I thought I'd be impacted as well, but I was fortunate to be given the chance to take up managing local People Operations six months in. I worked with our Customer Experience Group (CEG) by helping them set up assessments and core competencies for incoming agents. It was my first foray into process optimization and project management.
Melody in her early days when she was a part of the HRBP team
And how did it go from there? What made you pivot from HRBP, leading you to your current role as our PMO & People Operations Manager?
After two years, I felt ready for a change. I found myself losing excitement in my daily work, so I reached out to my manager at the time to discuss the possibility of exploring a different role.
A month later, I received an interview with a manager who was setting up the People Infrastructure & Operations team. That was my second role change. As soon as I joined, I hit the ground running, and our team's establishment led to the creation of central documents and workflows under People & Culture, which are still being used to this day. Gradually, as I took the lead in more major HR projects, I eased my way into project management, refining our company's workforce infrastructure, repository, and workflows.
Melody (on the left), with her former manager, Amrita (on the right), who invited her to join the People Infrastructure & Operations team
How was it navigating a new territory as you pioneered the role?
It was a matter of being in the right place at the right time. I had tight communication with my managers on what excites me and what doesn't at work. And when the right opportunity arrived for me, I went ahead with it. It was more about being faithful to the little things, the day-to-day tasks, and the dedication to my current role. I believe that if you're faithful to the small things, you'll be ready for the bigger opportunities when they arise.
One of the bigger opportunities for you was becoming a people manager. You're managing 3 colleagues, 1 of whom is remote. How did you find your footing and develop your leadership style?
I believe in treating work relationships just like any other relationship. Open and honest communication is key. I'm blessed to have always had strong managers who look out for me and don't shy away from giving me honest, constructive feedback. I carry that same approach with my team.
I emphasize to my direct reports that communication is a two-way street. We discuss what’s working and what isn’t to support them in reaching their full potential.
I also share information and context with my team, giving them a broader understanding of their work. During our weekly check-ins, I gather their feedback and ensure they feel heard in a judgment-free environment. I’m still a work in progress as a manager, and I rely heavily on my team's feedback to continue guiding their growth.
Do you believe in overcommunication then?
Yes, absolutely! Especially in projects that affect multiple stakeholders. I have regular meetings with HRBPs and the Office Experience Taskforce to ensure everyone is on the same page. Then when I go into larger meetings, I feel assured that I've secured the buy-in from several stakeholders who are part of the meetings. Most of the time, it's easier to move the needle if alignment is achieved before meetings.
One of the perks Melody appreciates about being a part of #TeamKlook is getting to meet colleagues from different offices
In clockwise order: Melody with her workcation buddy Sawa in the Hong Kong office, enjoying kimchi soup with Seoul colleagues in Korea, and meeting team members in the Shenzhen office.
Finally, any nuggets of wisdom you’d like to offer someone navigating career change or becoming a manager for the first time?
Being a good manager means listening to your team and understanding their needs. When someone new joins your team, it's helpful to let them know your leadership style and ask how they prefer to communicate. Then, you can tailor your feedback and decide on a one-on-one meeting cadence that works for both of you.
I tell my team members that they're always welcome to hit me up for a quick call if they hit a snag. It's more efficient to get instant answers and move forward than to sit on a thought for days without any action.
Melody dropped by our Taipei office to greet our People & Culture colleagues during her cycling trip around the island
For anyone considering or navigating a career transition, my advice is to be faithful in the small things. Build confidence in yourself and earn the trust of your stakeholders. If I hadn’t said yes to picking up People Operations in my first six months at Klook, I wouldn’t be where I am today.
So, if not now, when? Take the leap now if you feel compelled to. The worst that can happen is we revert to where we started. Achievements don’t go unnoticed, and your managers can offer insights you might not see. Have the courage to give new opportunities a shot if you know what you're capable of!
#KeepLooking: Join Melody in opening a new growth chapter at Klook!
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